HR Professionals Want Robust Data Solutions to Improve Staff

When you think of human resources software, your thoughts may tend more toward tracking, cataloguing and warehousing information. For many years, HRMS was a tool that simply replaced file cabinets and to-do lists – where you could track hours, attendance, benefits, documents and more. But more recent iterations of HRMS are adding functionality that allows human resources departments to improve retention and employee workplace satisfaction. And a recent survey of HR professionals shows that this type of robust data solution is exactly what’s needed!

SHL’s 2013 Global Assessment Trends Report reveals areas of interest and concern for HR professionals. For both this year and last, the top five priorities for human resources are:

Often in human resources, it’s a challenge to balance recruiting, on-boarding and off-boarding with meeting the needs of employees still with the company who are functional (if not optimized.) But when you compare the costs of training new hires, coping with bad hires and the expense of losing dis-engaged workers, making the most of the staff you have is often the most cost effective way to stay competitive. And this is just what HR professionals are hoping they’ll get help with from their HRMS.

Here are some of the dissatisfactions HR professionals have with data analysis and systems when it comes to better managing personnel development, optimization and retention. Here’s what they say:

Only 56% of HR pros say their organization uses data on employee competencies and skills to make workforce decisions – this makes me wonder how decisions are being weighed. How are decisions this important made without relying on quantifiable data to justify them and does that put an organization at risk for discrimination liability or wrongful termination claims?

65% of those surveyed said they believe it’s critical to have data on competency and skills integrated into their talent management system. Agreed. But it’s one thing to have the data in place and quite another to use it to make decisions. Isn’t that what data is intended for? To inform us and guide future actions?

Just 18% of HR pros say they are satisfied with the way their HR system manages talent data! That’s a shockingly low number and makes me wonder if most organizations surveyed are relying on low-functionality programs, outdated systems or perhaps just don’t know how to make the most of their existing HRMS. Training is an internal issue for HR personnel as much as it is for them to facilitate training for other workers, but can often be overlooked.

In an increasingly mobile age where information may be needed on the go, it’s surprising to find that just 17% of those surveyed said their HRMS are accessible from mobile devices or smart phones.

Image source: Behance.net

No matter what your firm does, human capital is critical to business function and makes up a huge expense. Beyond the cost of paying your workers, they can mean the success or failure of your business and are your key revenue drivers. Without them, you are nothing. And by making the most of each and every employee you have, you can drive profits and reduce expenses. Employee optimization and worker productivity should be key goals for your HRMS and it seems that human resources professionals are keenly aware of this – at least based on these study results. To read the full results of the 2013 Global Assessment Trends Report, click here!

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VICKI APPEL | VP Customer Success

Vicki brings a 25+ year track record as a client services professional and customer success advocate to Jobscience. Previously, she was a Director in Strategic Services at Salesforce.com, where she earned and continues to hold five distinct Salesforce.com technical certifications. The leading companies where she has held client-facing service leadership roles include ATG (acquired by Oracle), Ascential Software (acquired by IBM), P&H Solutions (acquired by ACI Worldwide), and Razorfish. Prior to her career in technology companies, Vicki developed her skills and experience consulting within the Big 4 at both, PwC and Coopers & Lybrand. She earned a B.S. in Organizational Development from Lesley University, and an MBA from UCLA.

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JAN SCHIFFMAN | CTO

As CTO, Jan is responsible for product design, architecture and engineering at Jobscience. Prior to Jobscience, Jan held the role of CTO, VP of technology, system architect, product manager, software engineer and worked as a commodities trader. Most recently Jan served as senior product manager at Jaspersoft, driving the strategy and direction of their embedded BI visualization technology. He has led product development and engineering teams at technology and financial services firms while living in the US, London and Tokyo, including Micro Focus, Reuters, State Street and Lehman Brothers. Since returning to the US as a startup CTO, he built data analytics solutions for YUM! Brand franchisees and engineering services enterprise clients. Jan studied computer science and music theory at Rutgers University..

MIRANDA NASH | President

Miranda joined Jobscience as the company President in March 2013. Prior to Jobscience, she had been a product executive, investor, entrepreneur, and engineer. In 16 years with Oracle, she advanced from software engineer to Vice President of Product Management. She launched data integration as a new business pillar and led the business to a leadership position in a product executive role through organic growth and the acquisitions of Sunopsis and GoldenGate Software. Previously, she held years of technical and management roles in the Server Technologies division. In 2011, she founded a private equity group, Oxygen Equity, focused on enterprise software and SaaS investments and raised seed funding from 20 institutional and individual limited partners. Miranda received a B.S. in Computer Science from Stanford and a M.B.A. from Stanford Business School.

TED ELLIOTT | CEO

Regarded as a pioneer of CRM-based recruiting, Ted Elliott has a vision to connect companies with great people through cloud-computing applications. He has broad experience in Human Capital Management managed via the internet and direct experience building native products and launching applications for the Salesforce AppExchange. Ted has been an industry commentator for The Wall Street Journal, Bloomberg BusinessWeek, Computerworld, Staffing Industry Magazine, RedOrbit.com and InfoWorld. He is also committed to assisting nonprofits through technology. Ted holds a B.A. in History from Washington and Lee University and a J.D. from the University of San Francisco School of Law.